Ogip team minimums how to

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(GIP) experience is an opportunity for a young person to develop entrepreneurial and responsible leadership by living a cross-cultural professional development experience.

PROFESSIONAL IMPACT

COMPETITIVE WORLD

We provide an internship in a host organization, through which a young person contributes to the goals of the organization, completes a job description requiring special expertise or skills, and receives supervision and evaluation on his or her professional development.

With them, we co-create opportunities for young people to work, learn and contribute to the organization’s goals.

SKILLS DEVELOPMENT

GLOBAL TALENT


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Who are we? 1. We know our team purpose (check) 2. We know our ambition (check)

3. We know our values (check) 4. We have set expectations (check) 5. We have set rules (check) 6. We have direction (plan)

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Activity

Time Duration

1. Update

5 minutes

2. Recognize bottlenecks

20 minutes

3. Working time

60 – 80 minutes

4. Team minimums

15 minutes

* 5. Mini education and (or) simulations

30 minutes

Talk about team performance and how can you improve it

At least one per month

Strenghten your interpersonal communication throught casual oGIP talking

Do not act as a leader but as a friend – talk about your own AIESEC experience, and other EPs experience

Play oGIP quiz with your team and prepare some rewards for the best answers – this can help you in making new stategies!

Go to play some sport and represent the country in which your EP is working. Make a video and send him. 


Term plan (in regards to your planned numbers)

Gantt plan (break down oGIP into mini projects)

Individual Action Plan for TMP (connect their needs to the organizations needs)

Track, coach, adjust, replan


Set clear goals

TRACK PROGRESS!

Set Deadlines

Set Timeline

Delegate & Synergize

Set Priorities


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KEEP IT SIMPLE! #Team Meetings Attended #Team Buildings Attended

#M&PR meetings attended #LCMs attended (optional)

#Apply

#Interviews

#Active Leads

#Click (MA)

KEEP IT SIMPLE!


5 calls/ member

4 members

3 Interviews/ call

20 of calls

2 Customers /Interview

12 interviews

2 Active lead/ Customer

8 of Customers

16 of Apply

80% MA Rate

6 of Matches

95% RE Rate

5 - 6 of Realizations


) The coaching approach is based on the assumption that every person has the potential to solve every kind of problem. The solution to the person's problem is already inside that person. Your job is to facilitate a process to find this solution.

You work with that person individually by asking questions only. This might be confusing but you don't make suggestions.

Coaches bring out the best in team members, which is more than 100% of what people think they can give.

Listen twice as much as you speak

You coach individuals and you lead teams


I am asked to work, but I don’t know the purpose

Plan

I didn’t want to be allocated to this position

Track

I can’t see my benefits from this position.

Coach

Goal



Leader’s Behavior

New members (with commitment)

High Flyers

New members (without commitment)

Party delegate





1 • My leadership style • Creating Leaders, Not Followers • Leadership is about results

2 • Building a Top Performing Team • Transferring and role-modeling for my team

3 • Characteristics of a Top Performing Team • Inputs on how to improve the Team Plan to bring new change

• Taking Action: My Next Steps


Team phase in relation to team development




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